Mastering mentorship: Excelling as a mentor and mentee in residency and beyond
Mentorship is an invaluable tool that can reshape the careers of both mentors and mentees within the specialty of plastic surgery. It can guide a medical student toward choosing plastic surgery as their career path or assist a faculty member in establishing a prominent position in academic medicine – in addition to producing personal fulfillment and heightened job satisfaction. Research has shown that mentorship in academic surgery leads to increased academic productivity, fosters diversity and inclusion, safeguards against burnout and reduces turnover. Beyond these quantifiable benefits, mentorship influences career direction, leadership opportunities, research output and personal development, making it an indispensable element of professional growth for plastic surgeons.
The qualities of a mentor
Mentors should embody, among others, three essential qualities: accessibility, relatability and investment. Accessibility is fundamental, as mentors must be available and approachable for their mentees. Creating an environment where mentees feel comfortable discussing concerns and questions fosters open communication. Informal settings, such as one-on-one teaching in the O.R. or casual meetings over coffee, can be just as meaningful as formal interactions for mentorship.
Relatability is equally important. Mentees often seek mentors who share similar backgrounds, ethnicities or gender identities, as they can better understand and address specific challenges and concerns. For instance, women in the specialty often seek advice on managing their careers alongside fertility, pregnancy and parenthood – making mentorship by female mentors particularly valuable. Similarly, underrepresented minority trainees and young plastic surgeons look for mentors who share their backgrounds to overcome barriers to entry.
Finally, mentors must demonstrate genuine investment in their mentees' success. Effective mentorship requires a commitment of time and energy from both parties. This can manifest as regular check-ins, advocating for mentees' professional opportunities or simply being responsive to mentee inquiries. This relationship benefits not only the mentee but also the mentor, leading to enhanced job satisfaction and a sense of "giving back."
How to be a good mentee
Although much has been written about the qualities of a good mentor, less has been said about what makes a good mentee. A survey of active members of ACAPS and AAPS regarding their experiences mentoring medical students, however, provided some insight. Respondents ranked "honesty, integrity and trustworthiness" as the most important qualities in a mentee, followed by "passion for the specialty," "teachability," "commitment and follow-through" and "work ethic." Attributes such as "intelligence" and "patient care skills" were considered less important.
Maintaining the mentor-mentee relationship through regular meetings and communication is also crucial. In the survey, mentors preferred scheduled one-on-one meetings to discuss career and personal goals. The most common frequency of interaction was monthly, with email being the preferred communication method, followed by in-person meetings, phone calls and text messages.
Current mentorship programs
Professional societies provide opportunities for mentors and mentees to engage in mentorship programs. Many societies have established young members' groups and structured mentorship initiatives. These programs pair junior mentees with senior surgeons, providing feedback, insights and inspiration. Participation in such programs allows members to contribute to the field of plastic surgery and enhance their professional networks.
The ASPS mentorship program, Professional Resource Opportunities in Plastic and Reconstructive Surgery Education and Leadership (PROPEL) aligns junior and senior residents with early-career and established surgeons based on individual preferences and interests. (To access the PROPEL guidebook, enter the ASPS website at plasticsurgery.org, click on the Community tab, then on "Mentorship Program" located under Directories & Networking.)
In addition, the Plastic Surgery Research Council offers multiple tiers of mentorship that cater to medical students, residents, chief residents, Fellows, junior faculty and senior faculty. These programs exemplify the variety of mentorship opportunities available at national, regional, state and institutional levels within the plastic surgery community.
Q&A with mentees turned mentors
We asked two rising plastic surgeons – Ashley Amalfi, MD, Rochester, N.Y., and Shaun Mendenhall, MD, Philadelphia, who now serve as mentors to provide perspective on topics related to building mentor-mentee relationships; how they approach their roles as mentors; how to become an effective mentor; the paths that brought them to their respective positions in both the specialty and as mentors; and more.
PSR: What qualities in your mentors made their guidance particularly effective?
Dr. Amalfi: I always felt it was helpful when a mentor approached me as an individual. As a woman and a mother, more specific guidance as to how I would create that balance and prioritize my family as well as my career resonated with me. The small details of how my mentors made that balance work and carved-out the time they needed for their career and family, but also for themselves and self-care, is something I remember and often think about.
Dr. Mendenhall: I simply wouldn't be where I am without my mentors. A quality in my early mentors that stands out was their ability to recognize my potential and to help put me on a path to reach that potential. This took time on their behalf – to get to know me and to help guide me on my journey. They also got me involved in the specialty of plastic surgery through research – bringing me to meetings and introducing me/promoting me to leaders in plastic surgery.
PSR: How do you make the most of a mentorship as a mentee?
Dr. Amalfi: Open communication is very important in keeping that relationship going. Of course, that communication initially may be more in-depth and more of a time commitment, but as the relationship continues, the mentee can help to keep that going. Small opportunities to reach out and connect will keep that relationship going for years to come, whether that be a text or email, a phone call for advice or getting together at national meetings.
Dr. Mendenhall: Taking advantage of the opportunities that mentors provide – such as working on and completing research projects, going to meetings, etc. – is an important part of the reciprocal mentor-mentee relationship. Following through on commitments and always striving to make mentors proud is important.
PSR: Have your mentorships been primarily informal or a structured mentorship program (such as provided by ASPS, ACAPS, PSRC, etc.)?
Dr. Amalfi: All of my mentorships developed organically and informally. ASPS and other societies have been instrumental, however, in providing smaller break-out events, social outings and more-intimate meetings that lend themselves to relationship building. These events are always a great way for me to mingle and introduce myself to various people in the specialty – some of whom became my mentors. I've also met mentees in this way and am always open to building these relationships. The opportunities offered by professional organizations absolutely provided important relationship building and reinforcement throughout the years of my training and career.
Dr. Mendenhall: Informal mentorship has always been the primary means of my mentorship. I did try some formal programs, but they never seemed to go very far (probably because I didn't follow through with them).
PSR: How have your mentors influenced your career choices?
Dr. Amalfi: My mentors have always been honest and given me very specific feedback that encouraged me along the way. With career choices, job changes and some of the major decisions I've made in my career, I always consulted with the mentors I trust most and who know me best. I never made any major decisions in isolation without consulting others I trust.
Dr. Mendenhall: I'm totally a product of my mentorship – every major career decision I've made was influenced by my mentors. The reason I chose plastic surgery was primarily because I had mentors in this specialty who took me under their wing. Same with hand surgery. I would have never been on this path if it weren't for them taking the time to focus on me and my interests, and then inspiring me to be a little like each one of them.
PSR: What approach do you take to serving as a mentor?
Dr. Amalfi: I always build very fluid and organic relationships with my mentees. So much interaction occurs naturally when I'm teaching and working one-on-one with the residents. I get to know who they are, what's important to them and what type of support they need as they grow and build. For those who value that mentorship, their interest allows us to interact more and guide them in various other ways. It's a reciprocal relationship for sure, and when the relationship is right for both, it organically builds upon itself and can be as involved as fits the mentee.
Dr. Mendenhall: Our most scarce resource is time, and that's what it takes to offer mentorship to others. Taking time to get to know mentees, seeing what makes them tick and get excited – and then trying to tailor advice and project toward these things is an important part of my mentorship strategy. Then it's a matter of being there for them when they need it, getting them involved and introducing them to key players. I'm always their advocate, especially when they need it the most (such as around match time).
PSR: What qualities of your mentees make the mentorship more productive?
Dr. Amalfi: Shared interests and values allow me to connect more easily with my mentees. However, I've had meaningful relationships with so many different mentees who pursued different paths. However, I do find that the ones who have a similar career path to my own are the relationships that are most enduring throughout all stages of their careers. When our career trajectories are similar, there are just so many more opportunities to connect and to sponsor that mentee along a similar path.
Dr. Mendenhall: Hard working, honest, self-motivated, a can-do attitude and persistence are all good qualities.
PSR: What's one piece of advice you have for someone aiming to a become better mentor?
Dr. Amalfi: Don't overthink it. If someone asks for advice and is willing to have a conversation about their career, that's a great opportunity to engage. As with any relationship, sometimes things will progress easily, and others just are less organic. If a mentee shows interest, do your best to guide them to the best of your ability, and if a colleague may better serve their needs, be open to making those introductions to better serve them.
Dr. Mendenhall: This is a little tough; everyone has their own styles and ways of doing things. My one piece of advice – and I'm still figuring this out myself – is to always be an advocate for your mentees. There will always be times when they will need your help, and being there for them during those times is critical. Taking the time to hear their dreams and fears, and then guiding them on their path, will certainly lead to a good mentor-mentee experience.
Dr. Ruffolo is PGY-5 and Dr. Koljonen is PGY-4 at Southern Illinois University, Springfield.